Sr. HRBP & HRBP Programs Lead
Function: Human Resources | Reports to: Sr. Director, HRBP
Position Overview
The Sr. HRBP & HRBP Programs Lead is a dual-scope role operating at the intersection of strategic HR partnership and enterprise-wide operational leadership. This individual serves as a trusted Sr. HRBP for the Product & Engineering organization while simultaneously functioning as a strategic programs lead and operational right hand to the Head of HRBPs. The role sits at the center of business, talent, and organizational priorities — requiring the ability to anticipate needs, create clarity in ambiguous environments, and drive execution across a complex, globally distributed HR team.
This role requires a unique balance of strategic thinking and operational excellence. The ideal candidate brings strong systems thinking, the ability to simplify complex priorities into clear and actionable plans, and the judgment to operate effectively with limited guidance across multiple concurrent workstreams.
Essential Duties & Responsibilities
Sr. HRBP — Product & Engineering (≈50%)
- Serve as the primary HR partner for a client group within the Product & Engineering organization, including senior engineering and analytics leadership teams
- Lead performance management processes including calibration, ratings, and coaching conversations with senior leaders
- Consult on organizational design, workforce planning, and change management for the client group
- Partner with COEs (Compensation, Benefits, L&D, TA) to deliver integrated HR solutions
- Use people data and engagement insights to develop retention and engagement strategies
- Manage complex employee relations matters with sound judgment and in accordance with policy
- Lead or contribute to enterprise programs as they intersect with the Product & Engineering client group, including in-line promotions, headcount planning, and annual rewards cycles
Global Strategic Programs Lead — HRBP Function (≈50%)
Leadership Support & Strategic Planning
- Partner closely with the Head of HRBPs to connect dots across organizational strategy and people priorities
- Translate leadership direction into actionable plans across the global HRBP team and HR COE stakeholders
- Provide insight, data, and perspective to inform decision-making and priority setting for the Head of HRBPs
- Anticipate risks, dependencies, and organizational impacts to support proactive execution across the global HRBP function
Rhythm of Business & Operational Excellence
- Own end-to-end rhythm of business for the global HRBP team, including staff meeting facilitation, business review readouts, and enterprise program tracking
- Drive annual and mid-year planning processes in partnership with the Head of HRBPs and her direct reports
- Ensure alignment across initiatives and deliverables through proactive tracking and follow-through
- Enable execution across multiple concurrent enterprise HR programs (e.g., headcount process redesign, in-line promotion automation) with high efficiency and quality
- Identify opportunities to improve processes, systems, and organizational effectiveness across the HRBP function
Stakeholder Engagement & Communication
- Serve as the primary point of contact for COEs and HRBP HR leads who need clarity, direction, or support on enterprise programs, acting on behalf of the Head of HRBPs as needed
- Facilitate cross-functional collaboration to drive alignment on shared priorities across HR COEs and the global HRBP team
- Synthesize data and analytics to produce insights and readouts that inform enterprise HR decisions
- Support preparation for leadership forums, all-hands communications, and enterprise-wide HRBP engagements
Skills & Competencies
- Exceptional judgment and ability to operate independently with limited guidance in ambiguous, fast-paced environments
- Strong systems thinker who can simplify complex priorities into clear, actionable plans
- Highly organized with a proven ability to manage multiple high-priority workstreams simultaneously
- Executive presence and strong communication skills — written, verbal, and in data storytelling
- Relationship builder who influences without authority across COEs, HR leads, and senior business partners
- Deep HRBP fluency across talent management, compensation, org design, employee relations, and engagement
- Proficiency in Workday, Excel, and PowerPoint; experience with process automation a plus
Education & Experience
Required
- Bachelor’s degree in HR, Organizational Development, or related field
- 7+ years of progressive HR experience with demonstrated breadth across HRBP, strategic programs, and/or operational leadership
- Experience supporting senior HR or business leadership in a high-visibility, enterprise-level capacity
Preferred
- MBA or Master’s degree in HR, Management, or Organizational Development
- PHR, SPHR, or GPHR certification
- Experience in change management or enterprise HR program design
We take care of you (benefits/perks):
- Competitive pay and benefits including health, dental, and vision
- Continuing education support
- Ongoing training to grow your skills
NOTE: THIS JOB DESCRIPTION IS NOT DESIGNED TO COVER OR CONTAIN A COMPREHENSIVE LISTING OF ACTIVITIES, DUTIES OR RESPONSIBILITIES THAT ARE REQUIRED OF THE EMPLOYEE. DUTIES, RESPONSIBILITIES, WORKING CONDITIONS, PHYSICAL DEMANDS, AND ACTIVITIES MY CHANGE OR NEW ONES MAY BE ASSIGNED AT ANY TIME WITH OR WITHOUT NOTICE.
ASURION PROVIDES EQUAL EMPLOYMENT OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT AND PROHIBITS DISCRIMINATION AND HARASSMENT OF ANY TYPE WITHOUT REGARD TO RACE, COLOR, RELIGION, AGE, SEX, NATIONAL ORIGIN, DISABILITY STATUS, GENETICS, PROTECTED VETERAN STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE OR LOCAL LAWS.
THIS POLICY APPLIES TO ALL TERMS AND CONDITIONS OF EMPLOYMENT, INCLUDING RECRUITING, HIRING, PLACEMENT, PROMOTION, TERMINATION, LAYOFF, RECALL, TRANSFER, LEAVES OF ABSENCE, COMPENSATION AND TRAINING.
